Guest Blog: The 6 Critical Steps Required to Transform Culture

Part II of John Mattone’s thoughts on cultural transformations in your organization
Don’t forget to sign up for John’s webinar with us, tomorrow, January 26th!

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The 6 Critical Steps Required to Transform Culture

  1. Culture starts with the CEO. Are you a CEO who ‘Thinks Different” and “Thinks Big”?
  2. Do you counter-balance “Thinking Different” and “Thinking Big” with heavy doses of humility? In other words, do you have the guts to be vulnerable and recognize that while you may be great in certain areas both individually and collectively as a company, you still have …gaps that need to be addressed to achieve greatness? Are you able to see and feel the pain associated with staying the same and are you able to get your team to see and feel the pain? People only consider changing when the pain associated with staying the same is perceived to be worse than the pain associated with change.
  3. Creating a compelling future for your people and teams? It starts with great leadership at all levels.
  4. Are you able to change mindsets? If you can change mind sets you can change behavior. If you can change behavior, you will change results.
  5. Are you able to push the talent levers in support of your new culture?
  6. Are you passionate and diligent in measuring progress and course-correcting?

Corporate Culture Exists Whether You Define It or Not

Whether you articulate it or not, your organization has its own culture. When corporate culture is ignored, it might evolve in a way that’s good, but then again, it might calcify into a culture that drives away your best people and stifles improvement efforts. Know the goals you want the organization to achieve and learn what changes are necessary to achieve them. Change is hard, but nothing worthwhile is easy.


About John Mattone

John Mattone is widely regarded as one of the world’s leading authorities on leadership, talent and culture. He is the author of eight books, including three best-sellers and has been recognized by The Thinkers 50 and as one of the world’s top ten leadership authorities and executive coaches.


Guest Blog: The #1 Reason Why Business Transformation Efforts Fail

Today’s guest blogger is John Mattone, author of Cultural Transformations. For more about transforming your organization, sign up for his webinar.

Webinar: The Disruptive Leadership "Mindset" That Will Transform Your OrganizationLessons of Leadership and Corporate Reinvention
Date: Tuesday, January 26, 2016
Time: 12:00pm
Speaker: John Mattone





Part I

Look no further than culture.

Requirements for Successful Corporate Culture Change

To know which direction to go, the CEO and c-level team has to define what they want the desired culture to be like and reasons why it’s necessary to get there. The most important question to ask and answer is, “What is the business imperative for culture transformation?” My culture transformation consulting team and I can’t be of much help if company leadership isn’t specific about the business outcomes it wants. Are you trying to become more innovative? Customer-oriented? Institute a stronger execution culture? This is where successful transformation efforts begin.

Measure, measure and measure again. Yes, culture can be measured. The problem is only about 15% of global companies measure the health and vibrancy of their culture. By comparison, 75% of global companies measure engagement levels of their employees. Yet, it is culture that drives engagement. Therein lies the problem: Most companies are not calibrating and addressing the “leading indicators” that drive engagement and ultimate operating success.

It’s also necessary to define for every employee why it’s in their personal interest to embrace cultural change. Everyone needs to be able to envision the benefits of cultural change so they’re motivated to make the necessary changes in their day-to-day work.

But cultural change doesn’t mean throwing everything out. There may be ways the current culture works well and can help achieve organizational goals. In these cases, recognizing those cultural touch points can reduce everyone’s change-related anxiety. But company leadership must support the desired culture through rewards systems, performance management, and training for change to really gain traction.

Check back next week for Part II where John Mattone discusses the 6 Critical Steps Required to Transform Culture.